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題名:購併企業人力資源管理措施對員工工作滿意度和組織績效影響之研究:以組織變革為干擾型中介效果 
作者:林宸諒
作者(外文):Lin,Chen-Liang
校院名稱:國立彰化師範大學
系所名稱:人力資源管理研究所
指導教授:洪贊凱
温玲玉
學位類別:博士
出版日期:2015
主題關鍵詞:購併企業企業併購組織變革人力資源管理措施組織績效員工工作滿意度Mergers and acquisitionsOrganizational changeHuman Resource Management PracticesOrganizational performanceEmployee work satisfaction
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本研究主要在探討企業併購後組織變革後的人力資源管理措施和員工滿意度與組織績效間關連性研究,企業併購已然是企業解決經營的壓力、增加經營規模和企業價值的快速方式,跨國企業併購或國內企業併購已不是歷史,而是新的流行趨勢。併購成敗與否,從很多研究報告中發現、人管措施和員工滿意度與組織績效有很大的關聯性;尤其併購後組織或多或少會產生變革,組織變革強弱與員工滿意度與組織績效是否有顯著關聯性。
因此,本研究主要主題在探討購併企業人力資源管理措施對員工滿意度和組織績效之影響研究--以組織變革為干擾型中介效果。研究對象為併購企業之公民營企業或單位之主管與員工。研究問卷共發放990份,有效問卷回收632份、有效問卷率63.8%,採用SPSS、SEM為分析工具。研究發現:(1)人力資源管理措施對組織績效有正向影響(2) 人力資源管理措施對員工滿意度有正向影響(3) 員工滿意度對組織績效有正向影響(4)人力資源管理措施會經由員工滿意度對組織績效有正向影響(5)組織變革會在員工滿意度與組織績效之間無干擾效果。
This study aims to explore the relationship to human resource management practices after the merger, employee work satisfaction, ,and organizational change. M & A is already the way to sovle the pressure of business and increase business scale and enterprise value more quickly. Multinational corporations' mergers or acquisitions of domestic enterprises have been a new trend. From many research reports, we found that the success or failure of M & A had a great relationship with human resource management practices, employee work satisfaction and organizational performance. In particular, merger will bring the organizational changes, and the strength degree of change and organizational performance have significant relevance.
Therefore,themain purpose of this study is to explore the impact on employee satisfaction and organizational performance of the M & A corporate human resource management practices--The organizational change as amoderated mediating effect.The study executives and employees of public and private M & A business enterprises or units.990 questionnaires were distributed, 632 valid questionnaires were collected, and there is 63.8% rate of valid questionnaires.After the analysis. The studyfound:(a) Human resource management practices have a positive impact on organizational performance.(b) Human resource management practices have a positive impact on employee work satisfaction. (c) Employee work satisfaction has a positive impact on organizational performance. (d) Human resource management practices will have a positive impact on organizational performance through employee work satisfaction. (e) Organizational change has no moderated mediation effect.
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